Jagannath International Management School
Last five years have depicted radical change in the way performance of employees was evaluated and recognized. In current scenarios, after an initial experimentation, continuous performance management practices were deployed on larger scale. Although every organisation do not have robust processes in sink but new practices adopted by organisation have certainly standardised the procedures.
New models as adopted by organisations in regard of performance management practices at workplace include agile goal management, continuous feedback, check in and new model. The radical redesign of performance management has gained new momentum: 79 percent executive’s rate performance management at high priority, which was 71 percent three years ago, a rise in 8% observed in year 2022
The research statistics shows that ability of companies to implement performance management has improved to great extent in 2022. Studies shows that the organizations are 10 percent more capable than they were in 2015, and majority organisations are focusing on training leaders for the implementation of latest developmental management approaches.
The new performance practices have glorified great impact on the multinational companies. 90 percent of companies redesigned their performance management practices and have seen improvements in employee engagement. 96 percent of employees say that the existing processes are simpler than they were before, and 83 percent say that they see the quality of conversations between employees and managers going up.
The performance management (PM) revolution has taken new heights. Companies and industries are revaluating different aspect of their programs, starting from goal-setting and evaluation to incentives and rewards.
Organizations are aligning new changes to both business strategy and the ongoing transformation of work. Different software tools proved that performance management are understood and working well.
Companies like GE, Google, IBM; CISCO has brought radical transformation in performance management system prevailing in the company. The below case is the case of performance management system in Deloitte.
Rob Massey, Deloitte Tax LLP described performance management system that he used for first 12 years at his services to Deloitte as “An investment of 1.8 million hours across the firm that didn’t fit our business needs anymore.” Massey quoted that “Once a year, we looked back at what people did and then created a label for it.” A new approach to performance management at Deloitte is altogether needed in current scenario.
At Deloitte Massey then engaged the workforce in new way of assessment and managing people performance which was then implemented on 2000 employees. The new method of assessment and management of employees proved to be successful and it rolled out across entire 70,000-person organization in eventual years.
The key elements in performance management system are:
- Check-in time of employees
- Frequent conversations between team leaders and team members in regard of the work
- Performance snapshots
- Reliable and frequent assessment of individual performance;
- Pulse surveys helps in assessing performance of teams.
This powerful innovation combine two dimensions of human behaviour like viz
- How to make workforce motivated and engaging? Primary way out for motivated workforce is to have conversation with other.
- To help people and the business, how assessments could be used to analyse individual performance.
Massey quoted in concern of his strategy, “Today we’re very forward-looking. It’s about strengths and real-time communication”.
The new system for performance appraisal is analogy focussing conversations. Conversation was considered biggest leap in reinventing Deloitte performance management system. Massey considered that numbers and words are equally powerful. We need to let our people, their managers, and their counsellors tell the rest.
Inspite of moving from data altogether, the system at Delloitte have been made more digital. Delloitte make use of different tools that bring together perspectives from different people, tools could be used to manage people element of business in real time. This help in identifying the requisite conversations that can assist people in understanding how they can grow and advance.
One employee of Deloitte shared that check ins, flexible and transparent system positively impact he performance system in the organisation. Employees also talked about their current performance and challenges they faced in their assignments help in developing their skills. The new system of performance management developed the following:
1) Tracking Organizational Goals: Organisation goals to be well shared with the employees of the organisation. Organisations that have clear and concise goal duely shared with team scored amongst top 25% of business outcomes.
2) Regular Feedback: old performance management practices focus on good or bad performance of employees. Delloitte redefined performance management as putting more emphasis on development of team and potential leaders. The idea of performance appraisal has been transformed from a pure directive to developmental initiative so that employees and supervisors can work together to meet organisational goals.
3) Employee Leadership Development: Deloitte has changed their performance management. The transformation is to a developmental tool instead of a benchmarking device. The workforce needs a performance management system which is adaptive to their needs while maintaining company performance goals.
Best practices for performance management are changing, and it’s time you caught up.
“Erica Bank is Deloitte’s performance management leader. She designs and implements talent management strategies, processes, and technologies. She provides strategic direction on the management and continuous improvement of current performance management processes, and has been a key leader in the firm’s performance management reinvention. She can be reached at ebank@deloitte.com”.
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